Developed by University of Rochester cognitive psychologists Edward Deci and Richard Ryan, the Intrinsic Motivation Inventory is a survey designed to measure a person’s subjective experience toward a particular task. It can be applied to determine employees’ motivations in the workplace. It has also been used to study and measure motivations in children, college students and athletes.

Intrinsic Vs. Extrinsic Motivation

Intrinsic motivation comes from the need or desire to learn something new or satisfy curiosity, accomplish something or be stimulated by an experience, according to research published in 1995 in the Journal of Sport and Exercise Psychology. Contribution to a cause and expression of a talent are examples of incentives that intrinsically motivate some employees. On the other hand, high salary, health benefits, travel opportunities or punishments for doing a poor job are examples of extrinsic motivators. Different mixes of intrinsic and extrinsic incentives combine to motivate employees’ overall performance and loyalty.

Intrinsic Motivation Inventory

The standard Intrinsic Motivation Inventory includes 22 statements that a person being surveyed rates on a scale of 1 to 7, with 1 being “not true at all” and 7 being “very true.” Statements such as “I tried very hard to do well at this activity” and “I must do well at this activity” are the types of inventory items used to determine a person’s level of intrinsic versus extrinsic motivation. Words throughout the questionnaire can be changed to specify any task or activity a researcher wants to focus on. This helps determine a person’s enjoyment in performing an activity as well as perceptions of personal competence, choice to do the activity, external pressure to succeed, usefulness of the activity and personal effort applied.

Self-Determination

The Intrinsic Motivation Inventory is based on Self-Determination Theory, which attempts to explain and measure human motivation. The inventory is one tool used to research how controlling people versus giving them autonomy impacts their wellness, productivity, performance and initiative. Employers, educators, sports coaches, parents, medical professionals and clergy have used Self-Determination Theory tools such as the Intrinsic Motivation Inventory to develop effective approaches to teaching, communication and leadership.

Organizational Benefits

As a business owner or manager, understanding and supporting your employees’ intrinsic motivations can fuel innovation and profits. An organizational culture that supports employees’ intrinsic motivations can grow more unified and competitive as well. Meaningful work, regular feedback, sufficient reward for good results and deadlines that challenge rather than overwhelm can help employees stay intrinsically motivated to serve your organization.